Charlotte-Mecklenburg Schools Young, Attea, and...Charlotte-Mecklenburg Schools RFI Questions: 1....

Response to REQUEST FOR INFORMATION

RFI #163-1428

SERVICES FOR A SUPERINTENDENT SEARCH

Charlotte-Mecklenburg Schools

Proposal and Description of Services for Charlotte-Mecklenburg Schools

RFI Questions: 1. Please list and briefly describe the following: a. Your firm’s experience and expertise in conducting Superintendent searches for public school districts with more than 45,000 students (Largest 100 districts in the US) in the past 3 years. Since its founding, HYA has assisted over 1,000 school boards with executive searches. The student enrollment in these districts ranged from less than 100 students to upwards of 640,000. HYA has particular familiarity and significant success with large and urban districts. HYA’s thorough search process is designed to match the specific needs of the large and/or urban district with the individual skills and talents of a candidate best suited for the district. HYA understands the current and emerging challenges facing larger districts including achievement expectations, student mobility, dropout concerns, achievement gap issues, English Language Learner requirements, the needs of immigrant students generally, issues related to poverty, and state/federal regulatory requirements. Hiring the right superintendent is more important than ever as large districts work to improve student performance amid ever growing challenges. The following are some of the districts we have served in the past 3 years with more than 45,000 students:

District Number of Students Year Boston Public Schools, MA 57,300 2015 Fairfax County Schools, VA 186,000 2013 Fort Bend Independent School District, TX 69,000 2013 Los Angeles Public Schools, CA 640,000 2015 Loudoun County Schools, VA 70,000 2014 Virginia Beach City Schools, VA 70,259 2014

b. Your firm’s involvement in any current superintendent search. Presently, there are approximately 20+ active superintendent searches being conducted by HYA. They are as follows: Bedford Central School District, NY Northwest Independent School District, TX Campbell Union High School District, CA Providence Public Schools, RI Carlisle Public Schools, MA Santa Barbara Unified School District, CA Carlsbad Unified School District, CA Soquel Union School District, CA Coronado Unified School District, CA South Bend Community School Corporation, IN Gravenstein Union School District, CA Stamford Public School District, CT

Hazard, Young, Attea & Associates Response to Charlotte-Mecklenburg RFI 163-1428

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Harvey School District 152, IL Public Schools of the Tarrytowns, NY Houston Independent School District, TX Thornton Township High School District, IL Humble Independent School District, TX Trenton Public Schools, NJ Laguna Beach Unified School District, CA Walnut Creek School District, CA Leake & Watts Services, Inc., NY Woodbridge School District, CT 2. Please list and briefly describe other relevant searches your firm has conducted for positions similar to a large public school Superintendent in the past 3 years. Besides assisting districts identify a new superintendent, HYA also assists educational organizations find leaders. The following are some of the organizations we have assisted in the past three years:

District / Organization Colorado Association of School Executives, CO – Executive Director Maryland State Department of Education, MD - State Superintendent Santa Clara County Office of Education, CA – Chief Public Affairs Officer

HYA also assists districts in searches Administrative and/or Cabinet Level positons. The following are some of the searches we are currently working on or have completed in the last 3 years:

District Arlington Public Schools, VA - multiple positions DeKalb County School District, GA - multiple positions Fairfax County Public Schools, VA - multiple positons Los Angeles Unified School District, CA – Deputy Superintendent

In addition to the references listed above, an extensive list of the national searches HYA has completed is available upon request. 3. Which individual consultants will lead and participate in the search? Are they the same individual consultants who conducted the searches described above? If not, why? Dr. Bill Adams, East Coast Regional President, will provide assistance in coordinating and supervising the search. Upon the concurrence of the Board, HYA proposes the search team will be led by Dr. Ted Blaesing and Dr. Diana McCauley, Senior Associates. Dr. Bill Attea, co-founder of the firm and Dr. Hank Gmitro, Chief Search Consultant and former President of HYA will be available for consultation throughout the search. Additional associates will be added to the team as needed. The associates’ résumés are attached. Members of the proposed search team listed were involved in some of the searches listed above. HYA assigns each search team based on variables such as availability at the time (to avoid conflicts with other searches / to allow the appropriate time devoted to the Boards we serve) experience in the area or on searches with similar needs, demographics of the district/community, etc.


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4. Briefly describe your process for conducting this search successfully, including an aggressive but realistic timeline from engagement to placement, assuming that engagement will begin in mid-April 2016.

We propose a multi-phased search for candidates for the position of Superintendent. The process outlined is defined in four phases and represents a prototypical search. However, HYA customizes each search to meet the needs of each school district or organization. Upon selection, the consultants will meet with the Board to discuss these procedures and modify them to meet the Board’s unique needs. Recommended search procedures and cost estimates follow. The Planning Phase The first step of every HYA search is to hold a formal Planning Session. At this meeting, HYA consultants convene with the Board and proceed to customize the search and its process to the specific needs and requirements of the District, as articulated by those present. More specifically, HYA and the Board will cover and sort out central matters and considerations regarding the search, including:

Review Board and consultant responsibilities for each phase of the search. Tailor the search to meet the needs of the District. Determine the role of staff members and constituents in the search. Determine the timeline and specific dates for search activities. The following

is a tentative timeline for the search. • Planning session – within one week of selection of HYA • Board/community input sessions – three weeks after Planning

Session • Presentation of a slate of candidates to the Board, 6 – 10 weeks after

identification of criteria desired in the new superintendent. • Interview of candidates – within 1 - 2 weeks of presentation. • Selection of new superintendent within 1 - 2 weeks of interviews.

(The exact dates and times for these activities will be developed in cooperation with the Board to ensure the availability of all Board members.)

Consider Board options and preferences with regard to advertisements. Discuss the compensation package to be offered to the new Superintendent

of Schools. Agree upon a communication plan to keep the Board abreast of the search

progress and the consultants alerted to issues that may arise from the Board.

Activity Proposed Dates Planning meeting with board April 19, 2016 Online survey open April 21 – 30, 2016 Leadership profile development interviews/focus groups

April 27, 28, 29, 2016

Leadership Profile Report presented to board May 17, 2016


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Activity Proposed Dates Seminar for interviews and final stages of search process

June 11, 2016*

Slate presented to board June 11, 2016* Board initial interviews June 18, 2016* Boards meets to identify potential semi-finalists June 11, 2016* Board interviews with potential finalists June 25, 2016 Third-party background checks June 27-July 8, 2016 Board site visit Optional Announcement of appointment July 12, 2016 Superintendent assumes responsibility September 1, 2016** Retreat with new superintendent (optional) To be determined after

appointment of new Superintendent

* Saturday ** September 1, 2016 or as soon as available thereafter

Criteria Development A clear definition of the position and qualifications sought is crucial to each subsequent phase of a successful search. To assist the Board in clarifying the criteria desired in the new Superintendent, HYA will conduct individual interviews with each member of the Board and others the Board designates. HYA recommends extensive community involvement in providing input to the Board prior to establishing the criteria desired in the new Superintendent. Up to four consultant days are allocated for the purpose of soliciting input through individual interviews, focus groups and general forums (open to all stakeholders). It is recommended that the consultants facilitate the interviews, focus groups and general forums so as to maintain objectivity in determining what respective stakeholder groups value in the District, the issues they foresee, and the characteristics they would like the new Superintendent to possess. In addition to the personal interviews, HYA has developed an online survey that can be completed by any stakeholder. The data collected from the online survey and interviews with Board members, staff and the various stakeholders will be compiled in a Leadership Profile Report, which will be presented to the Board in both oral and written formats. Working with the Board, specific profile characteristics emerge from the results of the Leadership Profile Report and are subsequently incorporated into recruitment material. From experience, HYA has learned that one of the most crucial aspects of a successful search is the careful and explicit formation and enumeration of the criteria used in the selection process. Overall, this leadership assessment process has been highly successful in determining critical attributes, while invariably building positive public relations. Some of the critical decisions to be made during the planning phase of the search involve confidentiality versus the release of the names of candidates under consideration. In some states, state laws and requirements guide these issues, but in many states this is a local board decision. The desire for confidentiality on the part of candidates versus the desire of the community to know


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as much as possible about the candidates under consideration is an important issue for the Board to consider in order to weigh the impact of the approach to be followed. HYA prides itself on the extensive time and energy that our associates commit to working with local community and staff members to determine what they seek in their next superintendent. This information is essential to the Board in making their decisions about the “Desired Characteristics” of their next Superintendent. While these steps in the process will satisfy the need for involvement in some communities, other Boards and communities have determined they wish to have more involvement and in some cases complete transparency in vetting and determining the preferred candidate. The Recruitment Phase A key factor of a successful search is effective marketing and aggressive recruitment of successful individuals who may not be seeking a new position. To this end, HYA will aggressively identify individuals who meet the criteria identified by the Board and actively recruit them to consider this position. Identification and recruitment is done in a variety of ways including the following:

• Announcements of the vacancy will be placed on a number of websites including HYA’s (www.hyasearch.com), which will be linked to the District’s website. It also will be posted on Education Week, AASA and other educational websites. The strengths of easy-to-use technology will be maximized when the District creates a superintendent search page and posts the link for the Leadership Profile Survey.

• Advertisements will be placed in national and/or regional publications as agreed upon with the Board. Ad content will be shared with the Board members prior to publication to ensure they reflect the intent of the Board. All material will indicate that the District is an equal opportunity employer.

• Subject to the Board’s approval, all members of the groups with whom HYA consultants meet in the Leadership Profile Development process will be invited to nominate individuals they feel are highly qualified for the position. On occasion, the preferred candidate is identified through such a nomination. Regardless, it reinforces the Board’s intent to have an open, unbiased search embracing candidates from within, as well as beyond, the local area.

• To initiate the search for candidates, contacts throughout the nation will be advised of the vacancy and asked to help identify individuals who match the criteria the Board has identified as desirable in its next Superintendent. Included in this communication will be superintendents reaching every region of the country and leaders of state and national educational organizations, university officials, foundation executives, state education department personnel, and individuals in business, government, industry and the military who have an interest in school ventures. Members of the firm are active professionally in state and national organizations affording ongoing identification of emerging educational leaders with unusual talent and promise.

• Members of the firm will contact prospective candidates who meet the criteria established by the Board. Additional candidates will be sought through personal


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contact with a number of individuals who work with and/or are aware of a broad spectrum of superintendents.

• Complementing nominations received and utilizing candidate information generated from over 1,000 successful executive searches, HYA will aggressively recruit candidates for the position. In addition, HYA staff will send frequent announcements regarding the search to all associates.

HYA has learned that technology facilitates and enhances the application process, and thus requires all candidates to apply online. The applications will be reviewed and acknowledged by the consultants. During this phase of the search, HYA usually initiates communication with and conducts preliminary reference checks on the most promising applicants in anticipation of an interview. All materials received for this search will be considered confidential and provided to no one except on a need-to-know basis, in a manner consistent with both federal and state law. Toward the close of the search, HYA will review all application materials carefully – with the guidance of the Board-established criteria – and typically identify 10 to 15 candidates for particular consideration. These individuals will undergo additional reference checks, internet searches, and, as appropriate, initial interviews with representatives from HYA. It is the practice of HYA to personally interview any candidate prior to making recommendations to the Board. As in all phases of the search, HYA adheres to strict guidelines of confidentiality. Of note, HYA’s examination of a candidate’s background reaches beyond the handpicked personal and professional references provided by the candidate. Our ability to gain important background information regarding our candidates – beyond that which merely appears in an individual’s official file – is a unique and distinguishing characteristic of our firm, and is attributable, in part, to the integrity of both the firm and our associates, and the vast network of professional relationships built through their years in the education field. The Selection Phase Upon completion of initial interviews, HYA will present a select slate to the Board. The number of candidates to be submitted will be determined by the Board during the initial Planning Session. Prior to presenting the slate (or in a separate advance session, if preferred), the consultants will conduct a seminar for the Board designed to prepare it for candidate interviews. This seminar will include written guidelines and protocols to ensure informative and comprehensive interviews. Approximately one-two hours in length, the seminar will also review the steps in the final stages of the search. Prior to this workshop, HYA will solicit questions, hypothetical situations and/or topics of interest, identified by the Board as desirable topics of discussion for the Board’s initial interviews with the candidates. Such feedback will be developed into an Interview Script, which will be reviewed and revised during the aforementioned workshop and then used by the Board during the first round of interviews. The second interviews are generally unscripted and designed to follow-up on topics and questions identified during the first interviews. They also include an informal session such as a dinner with the candidate and his/her spouse or significant other, as well as the formal second interview.


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The consultants generally do not sit in on the Board interviews but will be available for counsel or direct assistance to the Board throughout the interview process. The consultants will facilitate each decision-making session of the Board, if desired. Such involvement permits more active engagement by all Board members in both the general search process and the specific dialogue regarding the candidate pool. In facilitating the decision-making process, HYA assists the Board in assessing the abilities of the respective candidates in relation to the criteria identified by the Board.

After the Board identifies a preferred candidate, usually after the second round of interviews, HYA can facilitate the completion of a comprehensive background check on the finalist by an independent, third party firm – Baker Eubanks. This background review will confirm degrees attained, any data regarding the candidate on file with the criminal and domestic courts, as well as a review of his/her driving record and credit history. The firm can also conduct both print and social media reviews of the candidate. If desired the Board can conduct the reviews on multiple candidates before second interviews are conducted as long as the search calendar provides sufficient time to complete this step prior to second interviews. The options for background checks will be reviewed and determined by the Board at the Planning Meeting. HYA also will assist the Board in arranging a visit to the finalist’s community in order to ensure that the Board’s research will be as comprehensive as possible. These steps are important components of the selection process. The Appointment Phase Once the Board has determined their finalist and is satisfied with the successful completion of their due diligence review, the next step for the Board is to reach agreement on the contract terms to be offered. The HYA consultants will assist the Board in facilitating mutually agreeable terms with the preferred candidate. Once terms are determined, the consultants are available to work with the Board and/or its attorney in the preparation of a draft contract. It is highly recommended that the final contract be approved by the District’s legal counsel prior to presentation to the candidate. After the successful candidate accepts the offer, HYA will assist the Board in making the appropriate announcements and introducing the candidate to the community. HYA consultants will also contact all applicants, confirming the appointment and extending the Board’s appreciation to all candidates. HYA advises the Board president to send a letter to the candidates interviewed by the Board.

Post Appointment In addition, if desired, HYA can assist the Board and new superintendent in developing and implementing a successful transition plan. These services, which include a roles and/or goal setting workshops, facilitation of the first year superintendent’s evaluation and mentoring support throughout the year can greatly enhance the success of the new superintendent as s/he assumes the leadership role in the organization. The costs associated with these additional services are described in the cost section of the proposal, and can be adjusted based on the level and frequency of the services desired. HYA is also able to provide its clients a wide range of information management and accountability services to help support board governance and superintendent appraisal. Examples of such


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services include, but are not limited to 360° evaluations, strategic and long-range planning, community dashboards, and value-added impact analysis of programs and personnel.

Communication with the Board HYA believes that communication and organization are critical to successful searches. These elements start even before the Planning Session. Prior to this meeting with the entire Board, each Board member will receive a detailed Planning Session agenda. A successful search relies on two-way communication throughout the search. In addition to the preparation of the agenda and meeting for the Planning Session, following are the formal and informal communication expectations for this search:

• A search manual will be provided to assist school board members in

preparing for search activities and organizing all related material. • A dedicated search portal can be established so that the Board can have

confidential access to all information associated with the search through electronic communication.

• A clearly defined Planning Session will be held, during which all aspects of the search process will be discussed and decided.

• A comprehensive summary of the Planning Session will be sent to each Board member within three days of the meeting.

• A Leadership Profile Report will be sent to each Board member. The Report will summarize the input received from interviews with each Board member, individuals and groups with whom the Board requests the consultants to meet.

• The consultants will provide an oral report on the Leadership Profile findings and respond to questions at a public meeting to be determined by the Board.

• A workshop will be held with the entire Board to develop specific criteria to be sought in the new Superintendent. The criteria will be developed utilizing the findings of the Leadership Profile Report and Board members’ knowledge relative to the District’s future needs and challenges.

• Each Board member will be asked to identify questions, hypothetical situations or topics of interest that are important to consider in selecting the new Superintendent. These will be drafted into an Interview Script for the Board to review and revise, and eventually use in the interview of candidates.

• A workshop will be held to prepare Board members for successful candidate interviews.

• The slate will be presented to the Board in person. During this session, each Board member will be provided comprehensive written and verbal information relative to each candidate being recommended for an interview.

• The consultants will meet with the Board after each set of interviews to assist the Board in its debriefing and selection of semi-finalist candidates, and ultimately a preferred candidate.


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• In addition to the above formal communications, HYA will provide progress reports via email or regular mail to all Board members, as agreed upon during the Planning Session. The consultants assigned to the search also will be available as needed via phone and email.

Board members will receive the business, home and cell phone numbers, as well as the email addresses, of the consultants. HYA’s office staff, which is highly knowledgeable and pleased to assist at any time, also will be available to the Board toll free from 8:00 a.m. to 5:00 p.m. CST, Monday through Friday. 5. Which assessments (5 factor personality assessment, MBTI, etc.) do you include as part of your process? Why? The firm develops a leadership profile supported by research that is focused on five major leadership categories and 25 leadership characteristics. The five major categories include; vision and values, instructional leadership, community engagement, communication and collaboration, and management. The desired characteristics are ascertained from board member and stakeholder interviews that are supplemented by a community survey. The community input from the survey can be disaggregated into six categories of stakeholders. This data can be compared to stakeholder input from school districts throughout the country. If the board chooses to have semi final or final candidates to participate in a five factor personality model and leadership assessment such as the MBTI, RFI or Briggs Myers the will correlate that information with the leadership profile. There is an additional cost for a five factor personality assessment of approximately $300 per semi final or finalist candidate. 6. What information about the candidates will you share with us? In what format, written or verbal? At what point in the process? HYA will share candidate applications and reference letters with the Board. This information is presented in writing and verbally during the presentation of the slate. Please see the “Selection Phase” under item #4 above. Confidentiality is an important part of a successful search process. The firm will follow and adhere to Chapter 132 of the Laws of North Carolina with regard to the selection of personnel. That said, depending upon the process the board approves and at what point in the search that Board desires stakeholder input or to make an announcement, our team will work to protect both the confidentiality and integrity of the process. Often outstanding potential candidates will not apply if they believe that confidentiality will be compromised before the board designated time either for public input or for the public announcement to be made. 7. How do you manage candidate confidentiality on a search such as this one? HYA has developed a range of approaches to meet these varying needs of different communities as the Board determines which is the best approach for their community. The chart on the following page describes the range of approaches along with the positive and possible negative impact of each approach.


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Community Engagement & Confidentiality Options

Full Disclosure of Candidates Interviewed

Finalists Names with Community Forums

Confidential Stakeholder Committee Involved Completely Confidential

Description of Option

The names of all candidates being interviewed by the Board are released to the public.

The name of the three finalists being interviewed would be released and community forums would be held to meet the candidates.

No names of candidates would be released publicly, but the Board would have a staff/community committee interview the finalists to provide feedback.

Board conducts all interviews and keeps names of candidates completely confidential throughout the entire process.

Questions Related to Option

What benefit does it provide to release the name of all applicants interviewed?

What input would be sought from community members after meeting candidates? How will stakeholders gather information?

What feedback and input does the Board want from the committee? How to structure committee membership?

Do the community and staff accept that this is the Board’s decision? Will there be push back?

Benefits of Option

Staff and community members will see the process as totally open and feel the Board is being as transparent as possible.

Stakeholders will have an option to meet the finalists and express an opinion on their preference.

Some stakeholders will be involved and will provide input to the Board in making their decision, which may provide information that would be helpful with their decision.

The Board will have the broadest field from which to select their next superintendent.

Drawbacks of Option

Very few if any active superintendents will consider the position. Stakeholders will make judgments about the Board’s decision based on whatever information they gather on their own.

Stakeholders will form an opinion on their preference and may feel the Board did not listen to them if a different candidate is chosen. Successful superintendents will be unlikely to put their name into consideration.

Some stakeholders may feel the process is not open enough as they will want to know who is being considered. Some members of the committee may violate the confidentiality agreement. Some candidates may not apply.

Stakeholders may feel the Board is not interested in their views. Community reaction may impact the acceptance of the preferred candidate. If confidentiality is violated, it may be viewed that a board member did so.

8. Conflicts of Interest/Off-Limits Policy a. What are your off-limits policies? Be specific in describing how your policies affect your ability to ethically source qualified candidates for this search. Superintendents appointed with our firm’s assistance will not be presented to another Board as a candidate if it would result in his/her leaving the district in less than five (5) years unless the Board advises HYA that the Superintendent may seek another position or the Superintendent is no longer employed by the Board. b. Has your firm ever had any type of financial relationship with any candidate that was included in any search with which your firm was involved? If so, when and how was the relationship disclosed to your client? Our associates work as independent contractors. There have been searches in which current or former associates of our firm have been presented and/or selected as finalists in searches we have conducted. In such cases, the Boards were made aware of the relationship prior to being interviewed. All candidates were treated equally when being presented to the Board. The candidates who were also HYA associates were not privy to any more information than any other candidates.


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9. Please describe and itemize the anticipated costs of this search: a. What are your fees and fee structure? The consulting fee for the Comprehensive Search, as described, is $32,000. The fee does not include expenses for advertising, consultant and candidate travel, and background checks. Please see 9b for estimates for expenses. A mutually agreeable change in the fee will be established if the Board desires the consultants to have a greater or lesser involvement in any phase of the search or to provide services in addition to those delineated in this proposal. Payment Schedule Our consultant fee is due in installments: (1) 50% upon contract signing, (2) 25% presentation of the Leadership Profile Report, (3) 25% upon presentation of slate of recommended candidates. Expenses, generally, are billed approximately two weeks after the search is concluded.

b. What is the estimated range of expenses? Will you agree to cap certain expenses? Expenses relating to search advertisement, interview expenses, and travel expenses of the candidates, consultants and Board will be borne by the Board. All expenses aside from candidate expenses will be decided upon and agreed to by the Board before the search begins. We will work with the Board to put a cap on candidate expenses to ensure that any anticipated expenses are decided upon by the Board prior to being incurred.

• Advertisements. The costs for the advertisements are dependent upon

variables such as type, size, layout and frequency of postings in national publications. Based on past experience HYA has created three advertisement packages that range between $1,750 and $4,000. HYA will also create a customized plan for the Board, if so desired.

• Candidate Expenses. Reliable estimates for interview costs and travel expenses

for candidates are difficult to determine because interview accommodations, mode and distance of travel, and – perhaps the most significant variable – the number of persons involved are unknown at this time.

• Consultant Expenses. HYA works to carefully manage consultant travel

expenses and mitigate expenses as much as possible. Based on a typical search, the estimated consultant expenses is $7,000.

• Independent Background Checks and Media Reviews. The costs for

conducting independent, third party background checks by Baker-Eubanks depend upon the type and number of reviews the Board wishes to have completed. The cost ranges from the basic ($850 per candidate) to the comprehensive with news and social media reviews ($1500 per candidate).


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Extent of Services & Guarantees HYA provides four guarantees to Boards when they contract with us for a search. They are:

1) Fixed Price - The consultant fee is a fixed fee from the time of accepting our proposal until a Superintendent is employed. If there is a need to reopen a search because the chosen candidate decides not to come to the District or because the Board desires to see additional or different candidates, these search activities will be provided at no extra cost in the consulting fee. 2) Two-Year Window - If the Superintendent departs from the position during the first year under any circumstances or within (2) years if the majority of the Board is still in place, HYA will conduct a new search for the Board at no additional cost barring expenses. 3) Non-Solicitation of Selected Candidate - The Superintendent appointed with HYA’s assistance will not be presented to another board as a candidate if it would result in his/her leaving the District in less than five (5) years unless the Board advises HYA that the Superintendent may seek another position or the Superintendent is no longer employed by the Board. 4) Price Match – HYA will agree to match the price of any competitive bid as long as the bid is for a comparable level of services and support (both time and process).

Optional Expenses / Services

If the Board wishes to have the consultants provide additional time for activities beyond the activities normally associated with the search, and described in this proposal, the cost for additional consultant time is $750 per day.

Workshops and Other Optional Services

HYA offers a variety of Board workshops, training and support services that could be of benefit to Boards and new superintendents during the transition period and the superintendent’s first year in the school district. The most commonly requested workshops are:

• The “Roles Workshop” requires 3-4 hours and provides the Board with an

opportunity to clarify the respective roles of the Board and the Superintendent. The workshop addresses the concepts of trusteeship, governance, management, continuous improvement and systemic change. Developing and maintaining effective Board - Superintendent relations, the need for long and short range planning, consensus decision-making and other components of successful boardsmanship also are discussed at this workshop. Typical cost is $3,000.

• The “Post-Employment Workshop/Retreat” requires 6-8 hours and generally is conducted on a Friday evening and Saturday. At this workshop, the roles developed by the Board at the prior workshop are reviewed with the Superintendent. This workshop/retreat also provides the Board with an opportunity to determine what it desires to have the Superintendent achieve


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during his/her first two years in the position. These goals are clarified and reduced to writing. The workshop/retreat also provides an opportunity to establish mechanisms to initiate or reinforce the concept of continuous improvement and to monitor the achievement of the Board’s expectations. Processes and instruments for performance evaluation of the Superintendent and the Board will be developed. As part of this workshop, the Board and Superintendent will be provided an opportunity to consider the use of HYA’s recently developed research-based, 360-degree evaluation process. Typical cost is $5,000.

• Comprehensive First-Year Support – In addition to the two workshops described above, HYA would also provide ongoing mentoring for the new Superintendent to provide periodic check points (at least six times during the year) on progress towards the goals and work in the District. The mentoring relationships will be designed between the HYA consultant and the new Superintendent with input from the Board. Comprehensive support also includes facilitation of the Board’s first year evaluation of the new Superintendent using the evaluation process agreed upon during the aforementioned workshop-retreat and/or HYA’s recently developed research-based 360-degree superintendent evaluation process. The specific plans and approach for these services will be determined by the Board and new Superintendent, with facilitation by the HYA consultant. Typical cost is $12,500.

10. Are there any current legal claims, whether officially filed or not, pending against your firm? Have there been any legal claims, whether officially filed or not, made against your firm in the past 5 years? Hazard, Young, Attea & Associates has not been involved in litigation with any of our clients. We are not aware of any pending legal claims against our firm. 11. Make your case - What key attributes or differentiators make your firm the most qualified to conduct this search?

HYA has more experience in identifying quality educational executives than any other firm in the industry. The fact that it has assisted boards with successful selections in more than 1,000 searches is no accident. HYA’s success is about people: our Associates, their extensive contacts and the boards we assist. We build relationships with each new search, expanding our reach and our record of success. During a typical year, HYA conducts 30 – 45 executive searches concurrently. We find that the large quantity of searches the firm conducts puts us at a competitive advantage with respect to other search firms, in that our search volume places us in more frequent contact with a larger number of potential candidates, many of whom are not actively seeking employment but are then known to us and can thus be recruited when or if an appropriate position arises. We believe that the success rate of the executives hired with our assistance is due in large part to the volume of searches conducted. After more than 1,000 searches in every region of the county, HYA is in possession of a network of unique depth and breadth, and is therefore also in a stronger position to identify individuals who meet the unique and varied needs of the clients we serve.


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HYA looks forward to the possibility of working with the Board and assisting with the selection of a new leader for Charlotte-Mecklenburg Schools. Please contact us at 847-318-0072 or at [email protected] if you have any questions or need for additional information.

*Both awards conferred by the College of Education, The University of Iowa; asterisk also denotes status as first graduate student to be selected for both awards.

THEODORE S. BLAESING

EDUCATION Ph.D. University of Iowa 1982 M.A. University of Northern Iowa 1974 B.A. University of Northern Iowa 1971 EXPERIENCE

2004-Present Senior Associate, Hazard, Young, Attea & Associates 2007-Present Adjunct Professor, University of Minnesota (MN) 2007-Present Reader/Rater Education Testing Services, Princeton (NJ) 1993-2008 Superintendent of Schools, White Bear Lake Area School District (MN) 1989-1993 Superintendent of Schools, School District of Beloit (WI) 1982-1989 Associate Superintendent, Davenport Community School District (IA) 1985-1988 Adjunct Professor, Western Illinois University and the University of Iowa (IA) 1981-1982 Assistant to Director, Institute for School Executives, University of Iowa (IA) 1979-1981 Secondary School Principal, Olin Consolidated Schools (IA) 1973-1979 K-12 Physical Education Coordinator and Teacher, Muscatine Community Schools (IA)

PROFESSIONAL AND COMMUNITY SERVICE

President, Minnesota Association of School Administrators, 2005-2006 President, Mid America Association of School Administrators, 2000, Member 1990-present Board of Trustees and Treasure, Minnesota School District Liquid Asset Fund, 2000-2006 Member, Alliance for Student Achievement, 2004-2008 Member, Century College Education Foundation, 2002-2008 Member, Suburban School Superintendents of America, 2004-present Member, P-16 Education Partnership, 2004-2009 Board Member and Executive Committee Member of SciMathMN, 1996-2005 Member, Minnesota Department of Education Assessment and Accountability Committee, 2005-2008 Member, University of Minnesota Teacher Education Advisory Council, 2002-2006 Member, Minnesota Board of School Administrators, 2001-2005 Executive Committee Member, Metro Education Cooperative Service, 1999-2005 Chairperson, Metro Area Superintendents, Minnesota Association of School Administrators, 1997-1999 Chairperson, Nominating Committee, Minnesota Association of School Administrators, 2002-2003 Chairperson, Member Services Committee, Minnesota Association of School Administrators, 1998-1999 Member, Board of Directors, YMCA of Greater St. Paul, 2001-2008 Board Chairperson, Partners For Youth Fundraising Campaign, YMCA of Greater St. Paul, 2002-2003 Member and Chairperson, Board of Directors, Northwest YMCA, 1993-2000

RECOGNITIONS, AWARDS AND HONORS

2008 J. Stanley and Doris Hill Legacy Award – Outstanding community leader 2004 Teacher College Columbia University – Sixty-Second Superintendents Work Conference 2002 Fulbright Memorial Fund (FMF) Educators Study Trip in Japan 2001 2001 State of Minnesota Superintendent of the Year 1998 Participant in the first Fulbright Superintendents Seminar in Germany 1997 Administrator of Excellence – Minnesota Association of School Administrators 1995 Distinguished Leader Award – YMCA of Greater St. Paul 1982* Perry Eugene McClenahan Award, "To the outstanding candidate for an advanced degree in

educational administration" 1982* Harvey H. Davis Award, "To an outstanding student in educational administration or higher

education, particularly a student interested in the financing of education"

DIANA POLLARD MCCAULEY

EDUCATION

Ed.D. Temple University 1985

M.S. Villanova University 1978

Ed.M. Temple University 1973

B.S. Cheyney University 1971

PROFESSIONAL EXPERIENCE 1998 - Senior Associate, Hazard, Young, Attea & Associates

2006 - 2012 Sales Associate, JRL Enterprises, I Can Learn Education Systems

2005 - 2006 Associate Vice President Institutional Development, Benedict

College, Columbia, SC

2003 - 2005 Chair, Division of Social Sciences and Education and Associate

Professor, Bennett College, Greensboro, NC

Director, Office of Sponsored Programs, Bennett College,

Greensboro, NC

1998-1999 Assistant to the President for Diversity and Affirmative Action,

Illinois State University, Normal, IL

1995-1998 Associate Dean, Undergraduate Studies, Illinois State University,

Normal, IL

1994-1995 Chair, Education Department, Illinois Wesleyan University,

Bloomington, IL

1992-1995 Associate Professor of Education, Illinois Wesleyan University,

Bloomington, IL

1992-1996 Adjunct Faculty, Department of Educational Administration and

Foundations, Illinois State University, Normal, IL

1990-1991 Mathematics Teacher, Tredyffrin/Easttown Middle School,

Devon, PA

1988-1990 Assistant Dean, College of Arts and Sciences, Villanova

University, Villanova, PA

1980-1981 Adjunct Math Faculty, Delaware County Community College,

Media, PA

1973-1988 Associate Director, Office for Social Action Programs, Villanova

University, Villanova, PA

1971-1973 Mathematics Teacher, Philadelphia Public School District,

Philadelphia, PA

COMMUNITY/BOARD SERVICE

Board Member, District 87 Public Schools, Bloomington, IL, Appointed 1992,

Elected 1993-2004

Board Member, McLean County Historical Society, 1997-2004

Member, Rotary International, 1997-Present

HONORS AND SPECIAL RECOGNITION

Recipient, Illinois State Board of Education, 1996-97 Those Who Excel Awards

Program, Award of Merit, October 5, 1996

Recipient, The Minority Professionals Opportunities Program (Illinois State

University) Exemplary Mentor Award, 1996

Recipient, Illinois Women Administrators – Dare To Be Great Award, 1994

Featured in A Gathering of Sisters, a pictorial documentary of African American Women,

1994

WILLIAM H. ADAMS

EDUCATION

Ed.D. Rutgers University, New Brunswick, NJ

M.A. Rowan University, Glassboro, NJ

B.A. Rowan University, Glassboro, NJ

EXPERIENCE

2014 – Present East Coast Regional President, Hazard, Young, Attea & Associates

2006 – 2014 Ray & Associates, Cedar Rapids, IA

1987 New Jersey Regional Day School at Mannington

1986 – Present CEO and Principal Consultant

W.H. Adams & Associates, LLC, Naples, FL

1984 – 1988 Radey & Fuller Associates, Cherry Hill, NJ

1982 US Department of Education, Title VI Grant

1977 NJ Council on Vocational Education, Trenton, NJ

1973 – 2008 Superintendent of Schools

Salem County Vocational Technical Schools, Woodstown, NJ

1969 – 1973 High School Principal

Camden County Vocational Technical Schools, Pennsauken, NJ

AWARDS

AASA Distinguished Service Award, 2010

NJASA Designated Superintendent Emeritus, 2009

National School Boards American School First Place MAGNA Award, 2008

New Jersey Association of School Administrators Distinguished Service Award, 2005

New Jersey Superintendent of the Year, 1994

AASA James R. Kirkpatick Legislative Award for testimony before the US Senate, House and GAO, 1991

Rutgers University Graduate School of Education “Distinguished Alumni Award”, 1992

Executive Educator, formerly published by the National School Boards Association,

Top 100 School Administrators in North America, 1980

PROFESSIONAL ACTIVITIES

National Center for Educational Research and Technology (NCERT) – Board of Directors (2007 - 2013)

AASA Corporate Advisement Team (2006)

AASA Publications Review Board (2006 – present)

American Association of School Administrators Executive Committee (1998–01 & 2004–07)

Salem County One Stop Management Team for the Cumberland/Salem Workforce Investment Act

(2000 – 2008)

New Jersey Association of School Administrators

Treasurer (1994 – 1995)

Secretary (1995 – 1996)

President-Elect (1996 – 1997)

President (1997 – 1998)

AASA Legislative Corps (1990 - present)

State Advisory Council for the Gifted and Talented (1984 – 1987)

N.J. Commissioner’s Advisory Council for the Handicapped (1978 – 86), Chairperson (1978 – 1982)

Select HYA Superintendent Search History WITH REFERENCES

REFERENCES – PAGE 1

2015 0 – 5,000 Students 5,001 – 10,000 Students 10,001 – 25,000 Students 25,000+ Students

Fayetteville-Manlius Central SD (NY)

4,420 students Marissa Joy Mims 315.682.3231 Freeport School District 145 (IL) 4,187 students Janice Crutchfield [email protected] Galt Joint Union High SD (CA) 2,300 students Terry Parker Owning 209.810.0720 Highland Falls-Fort Montgomery Central SD (NY)

1,000 students Anne Lawless 914.588.0384 Mahopac Central School District (NY)

5,000 students Michael Sclafani 914.939.1256 Salem Elementary SD111 (IL) 970 students Terry Barnfield 618.267.0514 Saratoga Union School District (CA) 2,100 students Arati Nagaraj 408.656.9137 Trevor-Wilmot Consolidated SD (WI)

565 students Tom Steiner 262.862.2356

Bridgewater-Raritan RSD (NJ) 8,800 students Ann Marie Mead [email protected] Centinela Valley Union HSD (CA) 6,600 students Hugo M. Rojas II 310.263.3200 Flint Community Schools (MI) 7,000 PK-12 students Isaiah Oliver 810.210.6823 [email protected] Franklin Township PS (NJ) 8,300 students Edward Potosnak 732.745.1866 Jefferson County Schools (WV) 9,000 students Scott Sudduth [email protected] Oak Park Elementary SD 97 (IL) 5,900 students Bob Spatz [email protected] Union Elementary SD (CA) 5,000 students Sheila Billings 408.888.3268 West Allis-West Milwaukee SD (WI) 9,877 students Patricia Kerhin 414.604.3000

Orleans Parish School Board (LA) 11,000 students Nolan Marshall, Jr. 504.460.1496 San Mateo-Foster City SD (CA) 12,000 students Audrey Ng 626.862.4582

Boston Public Schools (MA) 57,300 students Michael O’Neill 617.947.2967 Los Angeles USD (CA) 640,000 students Steve Zimmer 213.241.6387




Asheville City Schools (NC) 4,081 students Jacquelyn Hallum 828.258.8118 Clarke County Schools (VA) 1,950 students Janet Creager Alger 540.664.1163 Green Brook Township PS (NJ) 930 students James Benscoter [email protected] Haldane Central School District (NY) 883 students Jennifer Daly 917.450.1630 Katonah-Lewisboro SD (NY) 3,200 students Marjorie Schiff 914.763.7000 Maple Dale-Indian Hill SD (WI) 500 students Chris Soyke 414.540.4092 Moffat County SD RE-1 (CO) 2,402 students J.B. Chapman 970.846.2671 North Plainfield School District (NJ) 3,152 students Linda Bond-Nelson 908.922.0377 Palos CCSD 118 (IL) 1,882 students Sheila Pacholski 312.835.3589 Princeton Public Schools (NJ) 3,800 students Timothy Quinn 609.921.0428 Ross Valley School District (CA) 2,200 students Anne Capron 415.686.2926 Roselle School District #12 (IL) 690 students Lisa Mondo 630.240.1709 Summit Public Schools (NJ) 4,100 students Celia Colbert 908.399.6131 Wilton Public Schools (CT) 4,320 students Bruce Likly 203.722.6474

Accomack County Schools (VA) 5,200 students Ronnie Holden 757.710.1830 Baldwin Union Free SD (NY) 5,000 students Mary Jo O’Hagan 516.589.2994 [email protected] Cleveland Heights-University Heights City School District (OH) 5,800 students Ron Register 216.403.4708 [email protected] Eanes ISD (TX) 7,803 students Rob Hargett 512.415.4656 [email protected] East Brunswick PS (NJ) 8,309 students Brad Cohen 732.613.6700 Evanston-Skokie SD 65 (IL) 7,082 students Traci Quattrocki 847.859.8005 Lexington Public Schools (MA) 6,600 students Margaret Coppe [email protected] Parsippany-Troy Hills SD (NJ) 7,300 students Fran Orthwien 973.263.7200 [email protected] Ridgefield Public Schools (CT) 5,500 students Austin Drukker 203.894.5550 Shoreline District #412 (WA) 9,000 students Mike Jacobs or Debi Ehrlichman 206.393.6111 Woodstock CUSD 200 (IL) 6,145 students Paul Meyer 815.337.2503

Baldwin Park USD (CA) 19,238 students Blanca Estela-Rubio 626.856.4201 City SD of New Rochelle (NY) 11,600 students David Lacher 914.671.2171 Portsmouth Public Schools (VA) 15,200 students James Bridgeford 757.434.2567 Rowland Unified SD (CA) 14,000 students Heidi Gallegos [email protected] Toms River Regional Schools (NJ)

17,000 students Joseph Torrone [email protected]

Loudoun County Schools (VA) 70,000 students Eric Hornberger 571.291.5685 Virginia Beach City PS (VA) 70,259 students Dan Edwards 757.263.1016




Belmont-Redwood Shores SD (CA) 3,600 students Robert Tashjian 650.520.5354

Fox Point-Bayside Schools (WI) 500 students Deb Friberg [email protected]

High Point Regional HS District (NJ) 800 Students Paul Derin 973.875.7205 Monona Grove School District (WI) 3,121 students Susan Fox 608.222.5015

Nicolet High School (WI) 1,300 students Marilyn Franklin 414.352.1180

Portola Valley School District (CA) 700 students Jocelyn Swisher 650.851.1777

Public Schools of the Tarrytowns (NY)

2,100 students Mimi Godwin 914.564.9621

Sausalito Marin City SD (CA) 500 students William Ziegler 415.331.0505

Secaucus School District (NJ) 2,190 students Jack McStowe [email protected]

Sunnybrook SD 171 (IL) 1,015 students Lance Lape 708.895.7790

Tuckahoe Union Free SD (NY) 1,100 students Julio Urbina 212.239.3030

Tukwila School District (WA) 2,920 students Mark Wahlstrom [email protected]

Watchung Hills Regional HS (NJ) 2,068 students Robert Horowitz 732.563.1122

Decatur Public Schools (IL) 9,000 students Brian Hodges 217.877.8901 Livingston Schools (NJ) 5,400 students Ronnie Spring 201.424.0058 Oconomowoc Area Schools (WI) 5,100 students Don Wiemer 262.490.0804 Piscataway Twp Schools (NJ) 7,200 students Tom Mosier [email protected] Passaic City SD (NJ) 7,000 students Byron Bostos 973.470.5500 Portage Public Schools (MI) 8,700 students Robert Snyder 269.381.3585 San Leandro Unified SD (CA) 8,800 students Diana J. Prola 510.483.0744 Shaker Heights City Schools (OH) 5,500 students Annette Sutherland 216.991.8573 St John the Baptist Parish SD (LA) 6,253 students Gerald Keller 504.628.5277 Syosset Central SD (NY)

6,527 students Michael Cohen 516.567.7780 [email protected]

Alvord Unified SD (CA) 19,812 students Art Kaspereen [email protected]

Fairfax County Schools (VA) 186,000 students Ilryong Moon 703.409.0270 Fort Bend ISD (TX) 69,000 students Jim Rice 832.563.2942 Indianapolis Public Schools (IN) 30,000 students Diane Arnold 317.679.8844 Jersey City Public Schools (NJ) 26,000 students Suzanne Mack 201.344.7599 Round Rock ISD (TX) 41,000 students Catherine Hanna 512.731.6604 Stafford County PS (VA) 27,463 students Stephanie Johnson 540.295.0233 [email protected]




Byron CUSD 226 (IL) 1,600 students Doug Floski [email protected]

Deerfield Public Schools (IL) 3,100 students Ellen London 847.405.9607

Eureka School District (Granite Bay, CA) 3,800 students Jerri Davis 916.780.0383

Greendale Schools (WI) 2,600 students Joseph Crappitto 414.906.6213

Indian Hill Exempted School (OH) 2,000 students Elizabeth Johnston [email protected]

Irvington Union Free SD (NY) 1,800 students Robyne Kamp 914.591.6118

Lake Bluff SD 65 (IL) 500 students Mary Jane Brady 847.615.7168 Marlborough Schools (MA) 4,800 students Arthur Vigeant 508.460.3552

Pelham Union Free SD (NY) 2,800 students Lisa Kiernan 914.629.5414

Plainedge Union Free SD (NY) 3,400 students Catherine Flanagan [email protected] Riverside SD 96, (IL) 1,500 students Mary Ellen Meindl 708.528.5898

Ross School District (CA) 500 students John Longley [email protected]

Greenwich Public Schools (CT) 8,960 students Nancy Kail 203.912.1683 Lynchburg City SD (VA) 10,000 students Charles White 434.528.4510 Mentor Public Schools (OH) 8,900 students Alan Mihok 440.205.8432 Muskego-Norway Public Schools (WI) 5,000 students Jim Schaefer 414.303.9755 Normandy Schools (MO) 4,400 students Sheila Williams [email protected] Park Hill School District (MO) 9,000 students Denise Schnell 816.587.7620 Roaring Fork SD RE-1 (CO) 5,300 students Matthew Hamilton 970.400.7153 Upper Arlington Schools (OH) 5,300 students Robin Comfort [email protected]

Cupertino Union SD (CA) 14,000 students Josephine Lucey 408.785.0636 Downey Unified SD (CA) 22,500 K-12 students Nancy Swenson [email protected] Hamilton Township Schools (NJ) 12,000 students Ron Tola 610.637.6617 Highline School District (Burien,WA)

18,000 students Angelica Alvarez 206.660.7695 Lansing School District (MI) 13,000 students Myra Ford [email protected] Stamford Public Schools (CT) 16,000 students Polly Rauh 203.325.9379

Baltimore County Schools (MD) 106,000 students Lawrence Schmidt [email protected] Jefferson Parish SD (Harvey, LA) 46,000 students Mike Delesdernier 504.812.2150 Maryland State Superintendent James DeGraffenreidt 410.336.3991 Seattle Public Schools (WA) 45,300 students Michael DeBell 206.252.0040 Spokane Public Schools (WA) 30,300 students Bob Douthitt 509.220.3440




Amherst –Pelham SD (MA) 2,000 students Rick Hood 413.320.3611 Beverly Hills Schools (CA) 4,702 students Lisa Korbatov 310.413.3223 Burlingame School District (CA) 2,400 students Michael Intrieri 510.864.3600 Chappaqua Central SD (NY) 4,000 students Janet Benton 914.273.5342 Dobbs Ferry School District (NY) 1,300 students Lynn Black 914.674.9110 Lincolnshire-Prairie View SD (IL) 1,650 students David Panitch [email protected] Loomis Union School District (CA) 2,500 students Jim Foster [email protected] Marblehead Schools (MA) 3,200 students Kathleen Leonardson 781.307.2019 Mill Valley Schools (CA) 2,813 students Robin Moses 415.381.5795 North Chicago CUSD 187 (IL) 4,000 students Ken Robinson 224.374.7299 Summit School District (CO) 3,062 students Jon Kraemelmeyer 970.668.5384 Telluride School District R-1 (CO) 800 students Banks Brown 970.729.1100 Woodside Elementary (CA) 850 students Betinna Pike 650.851.7121

Bay Shore Schools (NY) 5,800 students Greg Nardone 516.523.7205 Clarence School District (NY) 5,600 students Michael Lex [email protected] Dothan City Schools (AL) 9,907 students Dr. Harry Wayne Parrish [email protected] Grosse Pointe Public Schools (MI) 5,000 students John Steininger [email protected] Southeast Polk CUSD (IA) 5,988 students Lori Slings [email protected]

Davenport CSD (IA) 16,000 students Ralph Johanson 563.381.4598 Frederick County Schools (VA) 13,000 students Stuart Wolk 540.533.6715 Santa Barbara Unified SD (CA) 15,500 students Annette Cordero [email protected] Saugus Union School District (CA) 11,000 k-6 students Doug Bryce [email protected] Vallejo City Schools (CA) 17,700 students Ward Stewart 707.853.6160

Beaverton Schools (OR) 38,000 students Tim Quillen 503.880.4274 Boulder Valley Schools (CO) 25,000 students Ken Roberge 303.443.2509 Colorado State Commissioner of Education Elaine Berman 720.207.8703 Frederick County Schools (MD) 39,000 students Brad Young 301.845.0263 Lewisville ISD (TX) 50,000 students Carol Kyer 469.576.0871 Montgomery County Schools (Rockville, MD) 136,000 students Christopher Barclay 301.302.5623 Santa Ana Unified SD (CA) 58,000 students Jose Hernandez 714.397.1023

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